We believe Diversity, Equity, and Inclusion (DEI) are not boxes to check, or optional line items in your budget — they are both a moral and a business imperative. Integrating DEI into all aspects of the employee experience attracts talent from diverse backgrounds, creates inclusive cultures of belonging, unlocks the potential and innovation of your people, and builds a better world.
Whether you’re starting out, at a more advanced stage of your DEI journey, or just need help with a specific program – we can help.
We get to know your business and its priorities, how the different dimensions of diversity (including intersectionality) show up, and the extent to which your people and stakeholders experience a culture of equity, inclusion, and belonging.
DEI shouldn’t operate in a silo – by understanding your unique context we co-create solutions that are integrated with and strengthen your priorities.
We optimize opportunities for collaboration and “group genius” by creating psychologically safe in-person and virtual environments for everyone to share and contribute, candidly and constructively.
We focus on DEI in action, ensuring that it shows up in every critical touchpoint of our clients work, inclusive of your stakeholders, your organizational culture and employee experience.
We take a research-based, practical, and outcomes-based approach to DEI. Our approach is grounded in our research and practice in building Deep Trust and High Expectations™ and interdisciplinary approach to culture building. We work with our clients to clarify and articulate their DEI values and commitments, and ensure DEI shows up in every critical touchpoint of their organizational culture and employee experience.
Instead of one-and-done training and/or events, we take a holistic approach that enables leaders and teams to understand why these areas should be at the core of their organizations, what to prioritize, and how to affect real and lasting change.
We believe that to truly deliver on DEI, companies must understand and leverage the powerful role they play in the larger context of social and racial justice. This means having the courage to invest in addressing systemic racism and intersectionality through our words, deeds, and resources. When we say we want cultures of inclusion and belonging, we must also recognize the historical and systemic barriers faced by many — and work to eliminate these inequities, not just in our organizations, but in our larger society.